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Tesi sul tema "HRM"

Autore: Grafiati

Pubblicato: 4 giugno 2021

Ultima modifica: 25 luglio 2025

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1

Aust, Ina, Brian Matthews, and Michael Muller-Camen. "Common Good HRM: A paradigm shift in Sustainable HRM?" Elsevier, 2019. http://dx.doi.org/10.1016/j.hrmr.2019.100705.

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2

Simic, André, and Benjamin Cicek. "Projektrapportering HRM mobil." Thesis, Örebro universitet, Institutionen för naturvetenskap och teknik, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:oru:diva-40616.

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Den här rapporten beskriver ett examensarbete som genomfördes åt Flex Datasystem med syfte att vidareutveckla Flex HRM mobile. Vår uppgift var att implementera projektrapportering som ingår i modulen Flex Tid, vilket innebär att användaren kan registrera eller redigera diverse projekt via mobila enheter. Vi använde oss av JavaScript, HTML5, CSS3 och även diverse ramverk för att fullfölja vårt arbete.<br>This report describes a thesis conducted at Flex Datasystem with a view to further developing Flex HRM mobile. Our task was to implement the project reporting in the module Flex Tid, which mean

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3

Karlsson, Simon, and Daniel Johansson. "HRM mobil - Körjournal." Thesis, Örebro universitet, Institutionen för naturvetenskap och teknik, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:oru:diva-44877.

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Denna rapport redogörutvecklingen av ett tilläggi form av körjournal för mobila enheter i enwebbaseradmobilapplikation. Tilläggetskulle ge användarenmöjlighetenatt föra körjournal på resande fot på ett snabbt och enkeltsätt. Några av dagensmodernasteoch populärasteutvecklingsmetoder och verktyganvänds för att uppfylla de krav som ställts. Arbetetutfördes på Flex Datasystemi Örebro.<br>This report describes the development of a supplementin form ofadriver's log for mobile devices in a web-based mobile application. The supplementwould give the user the opportunity to bring the logbook of tra

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4

Zimmermann, Daniel. "Partizipatives E-HRM : Beteiligung von Mitarbeitenden und Vorgesetzten an Personalprozessen durch HRM-Portale /." München ; Mering : Hampp, 2009. http://d-nb.info/995591466/04.

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5

MUGERWA, EDWARD. "HRM to E-HRM : Change in Human Resource Management; effect to social sustainability." Thesis, Umeå universitet, Företagsekonomi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-174681.

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Problem:Many businesses today, based on the stakeholder’s theory, suggest thatsustainability can only be achieved through the fulfillment of the stakeholder’s in-terests. These interests are centered around adding value to the stakeholders forexample; shareholders in terms of increased dividends. The value in form of profitmaximization, which suppresses the need for other pillars of sustainability to prevail.In this thesis, an argument is presented that a balance should be achieved in all threepillars of. The economic, social and environmental sustainability. It further arguesthat the shift fr

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6

Zimmermann, Daniel. "Partizipatives E-HRM Beteiligung von Mitarbeitenden und Vorgesetzten an Personalprozessen durch HRM-Portale." München Mering Hampp, 2008. http://d-nb.info/995591466/04.

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7

Boon, Cornelia Trijntje. "HRM and fit : survival of the fittest!? = HRM en afstemming : hoe meer, hoe beter!? /." Rotterdam : Erasmus Universiteit, 2008. http://opac.nebis.ch/cgi-bin/showAbstract.pl?u20=9789058921628.

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8

Gonzalez, Ruben, Daisaku Koizumi, and Kinga Kusiak. "E-HRM and its outcomes. : A study of relational e-HRM in multinational companies." Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Företagsekonomi, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-15308.

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Human Resources Management (HRM) is a crucial part of every organization as it dealswith a vital resource: human capital. In the past 10 years, HRM has been going througha transformation adopting technological tools to improve its performance. Paauwe,Farndale and Williams (2005) said that “the HRM function is subject to radical anddramatic change because of the implications of web- based organizing”(p. 3). The combinationof information technology (IT) tools in HRM processes has been named “electronicHuman Resources Management” (e-HRM). E-HRM strives to implement all theoperational activities t

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9

Orlova, Daria, Marcus Tuomela, and Kajsa Ytterberg. "Flexibilitet och HRM : En studie av tillämpning inom e-handel." Thesis, Blekinge Tekniska Högskola, Institutionen för industriell ekonomi, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:bth-10737.

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Syfte: Syftet med uppsatsen är att skapa en ökad förståelse för de konsekvenser som interna respektive externa ansatser till bemanningsflexibilitet och därtill hörande HRM-metoder får för verksamheten avseende flexibilitet, kostnad, kvalitet och leverans. Syftet är vidare att pröva teorin om bemanningsflexibilitet, HRM-metoder och dess effekter på verksamheten mot studiens empiriska material. Metod: Uppsatsens undersökning har genomförts med ett kvalitativt angreppssätt och grundar sig på en litteraturstudie samt egna primärkällor. Primärkällorna består av intervjuer med tre företag i e-handel

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10

Channa, Khalil Ahmed. "Exploration of the influence of social position on HRM adoption : a case of HRM in Pakistan." Thesis, University of Edinburgh, 2016. http://hdl.handle.net/1842/22022.

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This thesis explores human resource management (HRM) adoption by investigating the influence of multiple HRM actors’ social position, capital resource(s) exchange mechanism, dispositions, social classes, habitus, social expectation, and national and global environmental factors. The objectives of this thesis were achieved through systematically conducting three different studies for the thesis. The first study was carried out to gain insight into the influence of social position on HRM academics’ adoption. The major contribution of this study was a theorising model on HRM academics’ adoption.

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11

Augello, Giuseppe. "IT and HRM : a literature review." Master's thesis, Instituto Superior de Economia e Gestão, 2020. http://hdl.handle.net/10400.5/20226.

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Mestrado em Gestão de Recursos Humanos<br>Atualmente, as tecnologias de informação são integradas na quase totalidade das actividades humanas. Este estudo está baseado na revisão de literatura existente sobre o tema da intersecção entre Tecnologias de Informação (TI) e os processos organizacionais ligados à Gestão dos Recursos Humanos (GRH). Através da revisão da literatura, pudemos identificar alguns modelos que nos permitiram definir o conceito de Gestão Eletrónica de Recursos Humanos (e-GRH). Tal permitiu, por meio de uma comparação de modelos baseada na teoria, destacar uma possível interc

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12

Bichsel, Christina. "Das HRM von heute - ein entscheidender Faktor für den unternehmerischen Erfolg von morgen : Gestaltungsempfehlungen für das Nachdiplomstudium HRM /." Bern : [s.n.], 2006. http://www.wirtschaft.bfh.ch/uploads/tx_frppublikationen/bichchri.pdf.

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13

Chio, Hio Kuan. "Changing HRM practices for Guangdong production workers." Thesis, University of Macau, 2008. http://umaclib3.umac.mo/record=b1872914.

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14

Guan, Weiwei. "HRM in transition: Chinese HR managers talk." Thesis, University of Surrey, 2010. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.531367.

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Wapshott, R., O. Mallett, and David P. Spicer. "Exploring change in small firms' HRM practices." Springer, 2014. http://hdl.handle.net/10454/17815.

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yes<br>The academic literature widely acknowledges changes and variation in the practices of small firms but only a small amount of empirical work has explored the processes through which HRM practices undergo change. Research has tended, instead, to examine the presence and effectiveness of HRM in small firms and has often viewed this in terms of a deficit model relating such practices to an understanding of HRM derived from larger firms. This chapter focuses on the recruitment and selection and staff payment practices in use in three small services firms to explore the everyday, ongoing deta

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16

Tintěrová, Markéta. "Competence Management a jeho využití v HRM." Master's thesis, Vysoká škola ekonomická v Praze, 2008. http://www.nusl.cz/ntk/nusl-5343.

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This thesis is introducing the main specifics of practical use of Competency Management in any firm or corporation. The Paper is providing answers to following questions: What is the crucial difference between Competency Management and traditional human resource management approach? What is the novelty of Competency Management? What are the main advantages of Competency management in practise?

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Mayrhofer, Wolfgang, Paul N. Gooderham, and Chris Brewster. "Context and HRM: Theory, Evidence, and Proposals." Taylor & Francis, 2019. http://dx.doi.org/10.1080/00208825.2019.1646486.

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Human resource management (HRM) has paid insufficient attention to the impact of context. In this article, we outline the need for HRM to take full account of context, particularly national context, and to use both cultural theories and, particularly, institutional theories to do that. We use research publications that utilize the Cranet data to show how that can be done. From that evidence, we develop a series of proposals for further context-based research in HRM.

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Moretti, Francesco <1993&gt. "Confucian HRM: Application and paradoxes in China." Master's Degree Thesis, Università Ca' Foscari Venezia, 2017. http://hdl.handle.net/10579/11767.

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With the rapid economic development China has experienced, many are the foreign companies attracted by the Chinese market. At the same time, however, HR shortage still represents a difficult challenge for these firms. The Confucian HRM model, a synthesis of Confucian values and modern HRM practices, despite providing at first the tools necessary for the solution of these problems, recently has created a few contradictions and paradoxes with its original goals. In particular, the seven paradigms identified in Redding’s Summary and cited by professor Malcolm Warner-Harmony at Work, Control, Hier

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Crema, Anna <1988&gt. "Sustainable HRM: dal contributo individuale all’impegno collettivo." Master's Degree Thesis, Università Ca' Foscari Venezia, 2019. http://hdl.handle.net/10579/15615.

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Il tema della sostenibilità coniugato alla gestione delle risorse umane, il cosiddetto Sustainable Human Resource Management, è un tema abbastanza recente e ancora oggi ci si chiede quali siano i contributi che tale funzione aziendale possa fornire. Con questa tesi ci si pone il quesito di come la gestione del personale possa impattare nella sostenibilità organizzativa scissa nei suoi tre aspetti: economico, sociale e ambientale. L’elaborato inizia con una prima parte teorica, che raccoglie e analizza i contributi forniti dalla ricerca accademica. Vengono presi in esame i principali approcci i

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20

Zisiadis, Miltiadis. "Human Resource Management with Information Technology: A Systematic Literature Review." Thesis, Umeå universitet, Institutionen för informatik, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-105023.

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Information Technology (IT) systems have greatly impacted organizations and HumanResource Management (HRM) is no exception. In this context, IT is often introduced withthe rationale that it could offer benefits such as cost reduction, time savings and strategictransformation. Many organizations have invested in e-HRM systems in hope oftransforming the Human Resource department (HR) into a strategic ally. Extant research,however, shows that many organizations fail to achieve intended effects from their ITinvestments and as result beliefs around the strategic value of e-HRM vary. This thesisaims

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Sotiropoulos, Panagiotis. "HRM innovation through technology in Greece : factors influencing the adoption, diffusion and exploitation of e-HRM and social media." Thesis, University of Glasgow, 2014. http://theses.gla.ac.uk/5869/.

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Although, electronic human resources management (e-HRM) and social media technologies appear to be increasingly used by companies to design and deliver their human resources management (HRM) practices in order to face the demands of knowledge based economies, there is little empirical evidence concerning whether the absorption of these technologies leads to HRM innovation. To address this gap, this thesis examines the relationships between the absorptive capacity (ACAP) of organisations, e-HRM and social media technologies, and HRM innovation. Drawing mainly on the ACAP theory when paralleled

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Henriques, Paulo Lencastre Torres Gonçalves. "Analyzing the impact of HRM Systems on the organizational climate, culture and outcomes: the mediating role of HMR strength, organizational climate and culture." Master's thesis, NSBE - UNL, 2014. http://hdl.handle.net/10362/11781.

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A Work Project, presented as part of the requirements for the Award of a Masters Degree in Management from the NOVA – School of Business and Economics<br>It is the propose of this study to (1) analyze the impact of the Human Resource Management (HRM) content (i.e. practices) in the organizational climate, culture, and performance; (2) assess the influence of the HRM process (i.e. HRM Strength) as a mediator in the link between HRM content and the organizational climate, culture, and performance; and (3) investigate the mediating roles of climate and culture in the HRM-performance link. The pro

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Suebwongpat, Im. "The Role of HRM System and Organisational Culture in Employee Engagement and Organisational Performance." Thesis, University of Canterbury. Psychology, 2014. http://hdl.handle.net/10092/9032.

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Work engagement is a desirable attribute of employees that organisations must attempt to foster and enhance. Engaged employees are focused and fully immersed in their tasks, resilient to high levels of job demands, and experience a sense of pride and meaningfulness within their work. Therefore, it is important that organisations understand the mechanisms that enhance work engagement, particularly whether and how its HRM systems contribute to levels of engagement. The present study examined the contributions of HRM systems to engagement. Furthermore, although organisations implement HRM systems

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Johari, Hasanah. "Strategic HRM and its ethical dimension : : Designing and transforming organisational HRM in the context of the Central Bank of Malaysia." Thesis, University of Manchester, 2006. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.488433.

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Collin, Isabelle, and Daniel Ericsson. "Projektledarens betydelse för kompetensutveckling." Thesis, Linköpings universitet, Institutionen för beteendevetenskap och lärande, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-81626.

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Projektorganisationer är en allt mer förekommande typ av organisation där det dagliga arbetet utförs nästan uteslutande i flera, temporära projekt som byter av varandra. I projekten finner vi projektdeltagarna och projektledaren. En del funktioner är inte i projektform utan finns där på permanent basis i organisationen. En problematik som återfinns i projektorganisationer är att det råder intressekonflikter mellan projektens mer kortsiktiga och den permanenta organisationens mer långsiktiga mål. Syftet med denna studie är att utforska projektledarens betydelse förkompetensutveckling av projekt

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Орловский, Дмитрий Леонидович, та Мухамед Файсал Авада. "Формирование кадрового резерва предприятия при поддержке HRM-системы". Thesis, НТУ "ХПИ", 2017. http://repository.kpi.kharkov.ua/handle/KhPI-Press/38099.

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Grassetto, Jessica <1993&gt. "Digital Transformation: implicazioni per HRM ed e-leadership." Master's Degree Thesis, Università Ca' Foscari Venezia, 2018. http://hdl.handle.net/10579/13999.

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La tesi vuole esaminare il rapporto che sussiste tra identità digitale delle aziende, concetto strettamente legato al fenomeno della digital transformation che sta investendo il mercato coinvolgendo il modo in cui si comunica, si consuma e ci si informa, e HRM, in quanto responsabile di guidare il cambiamento organizzativo dovuto all’adozione di nuove tecnologie. L’elaborato vuole affrontare il problema della definizione di “digital transformation”, le sue diverse definizioni e le conseguenze che il fenomeno incorpora, ponendo l’accento sui relativi benefici e sfide. Si prosegue con l’analisi

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Cartwright, Kimberley. "A comparative case investigation of the retail industry : comparing the nature of HRM, emotional labour and the influence of the customer." Thesis, University of Manchester, 2014. https://www.research.manchester.ac.uk/portal/en/theses/a-comparative-case-investigation-of-the-retail-industry-comparing-the-nature-of-hrm-emotional-labour-and-the-influence-of-the-customer(13045a8d-138e-464d-8eb3-618b03a7b7b3).html.

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Retail work constitutes an estimated 10.5 per cent of the UK workforce (British Retail Consortium, 2011). The literature suggests homogeneity in the nature of HRM in the retail industry with low formal skills, pay and trade union density associated with this context (Skillsmart Retail, 2010; Department for Business Innovation and Skills, 2010). Furthermore, the downward pressure on the working conditions of employees is observed across front-line work in general and this, seemingly does not improve with competitive strategy (Kelliher and Perrett, 2001; Lloyd, 2005; Lloyd, Warhurst and Dutton,

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Beidas, Manal Yassin. "Can adherence to religious teachings, principles, values, and traditions affect HRM practices? : HRM practices in Saudi Arabia as a case study." Thesis, University of Leicester, 2009. http://hdl.handle.net/2381/9925.

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In its search for the sources of “ethics from within”, this thesis concurs with many researchers who believe that religions, or any belief systems, are the main sources of ethics, which found their way into the work place, and are still greatly affecting the cultures and economies of today’s world. The research aimed at discussing how religious principles, values and traditions have had, and will always have, a great impact on the ethics of the work place, provided that a certain level of adherence is observed. Culture, religion and economy are tied up in an inseparable matrix that has always

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Andersson, Anna, and Louise Agerman. "Är digitala HRM-verktyg som ett dåligt Facebook? : En kvalitativ studie om HR-medarbetares uppfattningar om användandet av digitala HRM-verktyg." Thesis, Linköpings universitet, Institutionen för beteendevetenskap och lärande, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-167209.

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Studien syftar till att bidra med kunskap om hur HR-medarbetare uppfattar användandet av digitala HRM-verktyg i sitt dagliga arbete. Syftet preciseras genom de tre frågeställningarna; Vad kännetecknar användandet av HRM-verktyg i en HR-medarbetares dagliga arbete? Vilka konsekvenser får användandet av digitala HRM-verktyg för HR-funktionens arbete? Vilka konsekvenser får användandet av digitala HRM-verktyg för anställda och chefer i organisationen? Studien är av kvalitativ karaktär och baseras på en fenomenografisk metodansats för att undersöka informanternas uppfattningar om digitala HRM-verk

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Tshewang, Ugyen. "Civil service HRM reforms in a new democracy: The case of Bhutan." Thesis, Queensland University of Technology, 2015. https://eprints.qut.edu.au/89928/4/Ugyen_Tshewang_Thesis.pdf.

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This research investigates Bhutan Civil Service Human Resource Management strategies, policies and practices, and their contribution to achieving the national goal of Gross National Happiness. The study finds that the HRM of the Bhutanese civil service is meeting its strategic objective of contributing to GNH. The civil service in Bhutan plays an important role in socio-economic development, influences private sector practices, strengthens good governance and provides continuity to the government. Participants in the study were government ministers and senior, highly experienced civil serva

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Rehnberg, Rebecka, and Gabrielle Svensson. "HR-funktionen : en praktiknära studie om HR-arbete." Thesis, Högskolan i Borås, Akademin för textil, teknik och ekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-10413.

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HR är ett yrkesfält som avser en verksamhets personalförvaltning, men har sedan det uppkom varit tvetydigt och under ständig utveckling. Många av de studier som bedrivits kring fältet har till följd av detta fokuserat på att fastställa vad HR är och vad dess funktion bör vara. Forskning har fokuserat på att finna universella svar, men det saknas studier som låter dessa frågor besvaras utifrån en specifik organisationskontext. Vidare finns även en brist på empirinära studier inom HR-fältet. Genom detta samt den tvetydighet och föränderliga bakgrund HR-fältet präglas av, har vi identifierat HR-f

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Venos, Taki. "HRM och Personalarbete : Bemanningsarbetets implementering i en medelstor kommun." Thesis, Mälardalens högskola, Akademin för hälsa, vård och välfärd, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-39055.

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HRM innefattas av bemanningsarbete och hur man tillämpar detta genom strategiska arbetssätt (SHRM). Syftet med studien var att se hur åtta olika enheter arbetar med bemanningsfrågor och frågeställning var hur enheterna lyckas implementera bemanningsarbetet i linje med deras visioner, strategiska och praktiska arbetssätt. Resultatet visade två centrala delar, kvalité och internt samarbete som enheterna har som vision. Strategiskt och praktiskt sett finns där likheter och skillnader i bemanningsarbetet. Däremot om man lyckas implementera enhetliga definitioner av vad bemanningsarbete är samt att

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Larsson, Nicklas, and Emmanuel Ekedozie. "Fostering Knowledge sharing through HRM practicesin Competence Call Center." Thesis, Högskolan Dalarna, Institutionen för kultur och samhälle, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:du-37574.

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It is no longer news that organizations are now highly dependent on knowledge assets as a primary source of competitive advantage. It is for this reason that knowledge is considered as powerful because it one aspect that guarantees sustainable source of success of any organization. This thesis survey the postulation of knowledge codification and non-codification in the knowledge management perspective in a chosen company. The study of knowledge management perceives codification and noncodification as knowledge that can be retained, reused, shared and management. However, the existing studies p

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Dear, Brian. "The management of people at work strategy, HRM, discourse /." Thesis, Online version, 1997. http://ethos.bl.uk/OrderDetails.do?did=1&uin=uk.bl.ethos.388143.

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Nguyen, Thi Minh Phuoc. "HRM Practices of Multinational and Domestic Enterprises in Vietnam." Thesis, Griffith University, 2017. http://hdl.handle.net/10072/370430.

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Human resource management is important for improving enterprises’ competitiveness. Consequently, many enterprises have paid much attention to managing and developing their human resources and a great number of professional and academic studies have been produced in this field. However, the literature on the human resource management (HRM) practices of multinational enterprises (MNEs) and their performance in developing countries like Vietnam is considerably less voluminous. This research is motivated by two main research questions:  RQ1. How do differing ownership types affect the adoption of

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Tomanová, Barbora. "Analýza mikrobiálního složení vybraných probiotických výrobků metodou PCR-HRM." Master's thesis, Vysoké učení technické v Brně. Fakulta chemická, 2017. http://www.nusl.cz/ntk/nusl-295717.

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This work was focused on the detection of probiotic bacteria in four different probiotic products (probiotic cream, probiotic tampons, oral probiotics and soy beverages with probiotics). The viability of the bacteria contained in the products was verified. Complex matrices of the products were used to isolate DNA in a quality suitable for the PCR method, followed by identification of the declared bacterial genus and species. Amplification was achieved with conventional PCR and real-time PCR, genus- and species-specific primers were used. Bacteria, of the genus Lactobacillus and Bacillus and ba

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Gerosa, Giulia <1993&gt. "Confucian inheritance from educational system to HRM in China." Master's Degree Thesis, Università Ca' Foscari Venezia, 2018. http://hdl.handle.net/10579/13745.

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This thesis aims to show how the preparation of Chinese students in school years influences the modeling of HRM and the working performances. Memorization and the whole phase of learning based on superficial factual knowledge had always been the main characteristics of Chinese education because of Confucianism influence in the civil service examination. Furthermore, the mandatory daily exercise of writing and repeating the Chinese characters had conditioned the young minds of Chinese people; indeed, in this scenario the whole process of learning is only considered as a mean to pass and get int

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39

Elwin, Elin, and David Frostell. "Relationens betydelse för medarbetarsamtalet : En intervjubaserad studie om medarbetarsamtal inom industrin." Thesis, Linköpings universitet, Institutionen för beteendevetenskap och lärande, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-138097.

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Syftet med uppsatsen är att undersöka medarbetarsamtalet, granska möjligheterna med medarbetarsamtalet och föreslå eventuella förbättringsförslag. Studien har genomförts på ett stort och ett medelstort företag inom metallindustrin. Uppsatsens frågeställningar ämnar besvara hur och varför företagen arbetar med medarbetarsamtal samt möjligheter för kompetensbehovsanalys och dess utvecklingsmöjligheter i samband med samtalen. Totalt åtta informanter med olika befattningar har intervjuats. Resultatet visar att organisationerna använder sig av medarbetarsamtal och förberedda mallar. Processen är nå

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40

Ehnert, Ina, Sepideh Parsa, Ian Roper, Marcus Wagner, and Michael Müller-Camen. "Reporting on sustainability and HRM: a comparative study of sustainability reporting practices by the world's largest companies." Taylor & Francis, 2015. http://dx.doi.org/10.1080/09585192.2015.1024157.

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As a response to the growing public awareness on the importance of organisational contributions to sustainable development, there is an increased incentive for corporations to report on their sustainability activities. In parallel with this has been the development of 'Sustainable HRM' which embraces a growing body of practitioner and academic literature connecting the notions of corporate sustainability to HRM. The aim of this article is to analyse corporate sustainability reporting amongst the world's largest companies and to assess the HRM aspects of sustainability within these reports in c

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41

Wei, Bin, and Yichen Wang. "The Need of a HRM Change from Traditional to Strategic with Organizational Transition : A Case Study of a Swedish High-Speed-Growth Company." Thesis, Högskolan i Halmstad, Sektionen för ekonomi och teknik (SET), 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-18219.

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With organizational development, many of management systems should be established and developed to handle different challenges and situations. Flamholtz and Randle (2007) figure out different but typical management orientation and systems at different stages of this development process and emphasize the importance of organizational transition between the stages. Human resource management (HRM) is regarded as one of the most important management systems to overcome challengers and gain competitive advantages during organization development. This paper concentrates on a HRM perspective to resear

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42

Pereira, Vijay. "A longitudinal case-study examination of HRM practices in high-performing work organisations in the Indian HRO/BPO industry." Thesis, University of Portsmouth, 2013. https://researchportal.port.ac.uk/portal/en/theses/a-longitudinal-casestudy-examination-of-hrm-practices-in-highperforming-work-organisations-in-the-indian-hrobpo-industry(e0e67389-0547-42c0-8385-0d99544f1556).html.

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This research is concerned with the Human Resource contribution to High Performance Work Systems in High Performing Human Resource Offshoring and Business Process Offshoring organisations in India. Indian Business Process Offshoring organisations offer knowledge intensive services dependent on human resources for delivery. Technology underpins the delivery of services and processes; however, the employees of Human Resource Offshoring Business Process Offshoring are central to organisational resources and represent a cornerstone for value creation. The management of Human Resources is therefore

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43

Dickmann, Michael Frank. "Balancing global, parent and local influences : international human resource management of German multinational companies." Thesis, Birkbeck (University of London), 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.340491.

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44

Li, Shaoheng. "Human resource management in privately-owned SMEs in China : determinants, HRM practices and employee outcomes." Thesis, University of Manchester, 2016. https://www.research.manchester.ac.uk/portal/en/theses/human-resource-management-in-privatelyowned-smes-in-china-determinants-hrm-practices-and-employee-outcomes(99ed3e6b-a9cf-4e67-9a84-974cd1a1e916).html.

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The role of small and medium-sized enterprises (SMEs) in stimulating economy, promoting employment and enhancing social stability is increasingly recognised, especially in developing countries. Given SMEs' considerable contribution, it is necessary to facilitate their healthy growth. Human resource management (HRM) is highlighted for SMEs as 'people' are the key factors in determining the future of these organisations. Given that the existing HRM literature is largely centred upon western contexts and large-sized enterprises, the main aim of this research is to develop an understanding of how

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45

Gustafsson, Isabell, and Matilda Johnsson. "Att lyckas behålla anställda : En studie om vad man som organisation och ledning arbetar med i det dagliga arbetet för att lyckas med retention." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-51086.

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Inledning: Kvarhållandet av anställda har idag blivit en allt viktigare fråga då fler företag kommit att inse att deras anställda kan vara en framgångsfaktor, om de hanteras på rätt sätt. En global ekonomisk återhämtning efter flera år av lågkonjunktur och dålig tillväxt har resulterat i en ökning av att fler anställda frivilligt väljer att lämna en organisation, och då även ökat arbetsgivares medvetenhet kring denna tendens. Det kapital, tid och andra resurser ett företag lägger på att rekrytera, välja ut samt involvera rätt person i organisationen blir endast en givande investering om denna

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46

Westman, Daniel, and Peter Lindfors. "Leaders and Social Media : Improving HRM through better internal communication." Thesis, Umeå universitet, Företagsekonomi, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-60694.

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The purpose of this study is to create understanding for how social media affects the relationship between employees and leaders in organizations, and how social media could be used to improve internal communication. We also want to explore how this type of internal communication could be implemented in large organizations. From a theoretical perspective our ambition is to see how our findings relate to the theoretical field of internal communication and human resource management. The empirical findings in this study were gathered by conducting an interview with the CEO to reveal his intention

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47

Ramirez, Jacobo. "Technology, culture and HRM : a 'neo-contingency' Anglo-French comparison." Thesis, University of Newcastle Upon Tyne, 2005. http://hdl.handle.net/10443/595.

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The objective of this research is to provide a new perspective on how technology, culture and human resources management policies and practices (HRWP) are approached by firms located in France and England. This thesis offers a new perspective: 'neo-contingency' approach; which analyses both the contingency and the divergence theories. The contingency variable chosen in this study is technology. The divergence theory is specifically illustrated by the national education approach. The HRMPP studied are: recruitment and selection, organisation, training and compensation. One hundred and sixty-thr

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48

Ibrahimi, Jehona, and Sihana Salihu. "Arbetsmiljö inom Ellos : Ur ett effektivitets- HRM- och kultur perspektiv." Thesis, Högskolan i Borås, Institutionen Handels- och IT-högskolan, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-20527.

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I takt med dagens samhällsutveckling och den rådande konkurrensen i marknaden blir det allt viktigare för företag att satsa på effektivitet. Förr i tiden sa man, ”Den som väntar på något gott väntar aldrig för länge”. Nu har det tankesättet förändrats, vilket innebär att i dagens läge kräver kunden kvalité. Medvetandet om vad man kan få har ökat hos både kunden och företaget. Man vill både ha kvalité till lågt pris och detta på så kort tid som möjligt. Dagens företag har detta som en utgångspunkt när de lägger upp sina mål och blir avgörande för hur deras styrsätt ser ut.Aldrig har det tidigar

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49

Wearing, Matthew. "Moments of vision : HRM and the individualisation of academic workers." Thesis, Cardiff Metropolitan University, 2010. http://hdl.handle.net/10369/2563.

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In an increasingly global knowledge economy universities are recognised as strategically important institutions due to their knowledge creation potential. This has led to a period of significant change for higher education (HE) sectors across the world as national governments have sought to influence their strategic direction. In the UK the adoption of market principles and the creation of a mass system of HE delivery has caused universities to reform their long established operating practices and become more ‘business-like.’ In an effort to improve standards of people management in universiti

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50

Campos, Joana da Palma. "HRM practices in employees' centered outcomes : a pharmaceutical company analysis." Master's thesis, FEUC, 2014. http://hdl.handle.net/10316/27516.

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Relatório de estágio do mestrado em Gestão, apresentado à Faculdade de Economia da Universidade de Coimbra, sob a orientação de Teresa Carla Oliveira e Bruno Néné.<br>O presente relatório foi elaborado como parte integrante do Mestrado em Gestão da Faculdade de Economia da Universidade de Coimbra no âmbito de um estágio curricular com duração de cinco meses desenvolvido durante o 2º semestre de 2014 no departamento de Recursos Humanos da Bluepharma, Indústria Farmacêutica S.A. Esta actividade de formação e desenvolvimento contemplou um conjunto de actividades, entre as quais destacamos a orga

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